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Dubai Islamic Bank launches bank-wide High Potential Employee development program

Dubai Islamic Bank (DIB), the largest Islamic bank in the UAE, has announced the launch of its High Potential Employee Program under the umbrella of its Masaar – the bank’s talent management initiative. It has been designed to provide high-potential staff career development opportunities and to build a sustainable pipeline of leaders capable of supporting DIB’s ongoing growth.

As a bank-wide strategic initiative, the program will identify employees across different levels who not just display commitment but also the passion, aggression and intent for future leadership roles. The objective is to ensure that these individuals that display the requisite potential are recognised and provided with the appropriate and optimum development opportunities at an early stage, so that their personal and career growth is nurtured.

Speaking at the launch ceremony, Dr. Adnan Chilwan, Group CEO, DIB, said: “Over the past forty years, one of the biggest strengths for the bank has been its employees. Given the rate at which we are growing, it is critical that we identify future leaders at an early stage. This would ensure that we maintain our competitive advantage and retain quality staff, which is one of the biggest challenges in the industry. Typical of an organization that thinks long-term and is committed to out-perform the market, we endeavour to develop a strong pool of leaders across different levels of the bank who are equipped for and geared towards positively contributing to our strategic priorities and growth ambitions.”

Commenting on its importance, Obaid Al Shamsi, Chief of Human Resources & Admin, DIB, said: “We have designed this program to allow us to continually identify and develop top talent for DIB’s long-term success. To ensure we succeed in this endeavour, we have designed a methodical development journey that will provide the talent pool access to leadership programs; experience on key strategic projects; executive coaching; mentorship; and exposure to advice from senior management. We believe this robust process will help us build greater internal capacity; retain top talent; and drive high employee engagement levels.”

 

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